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SAP Certified - SAP SuccessFactors Employee Central Core and Position Management (C_THR81_2605) Sample Questions:

1. A consultant is validating a position freeze process in SAP SuccessFactors Employee Central and Position Management before quarter-end planning. In the public cloud web-based environment, HR specialists can update a position to a frozen status and save successfully. The frozen status is visible on the position record, but for a subset of positions the expected restriction on downstream editing does not take effect, and users can still change selected planning-related attributes afterward.
Older positions using a previous configuration path behave correctly. The customer wants the freeze logic corrected without introducing manual monitoring by HR operations, because the same process will be reused during future planning cycles. The affected records were all created under a newly introduced position subtype.
What should the consultant investigate first?
Response:

A) Give planners broader training guidance on which frozen positions should not be edited, even if the fields remain open.
B) Recreate the affected positions under the older subtype so the freeze behavior matches earlier records.
C) Ask HR operations to review frozen positions manually and reverse any planning changes made after the freeze status is applied.
D) Review the dependency between the new position subtype and freeze-state enforcement, then correct the configuration controlling edit restrictions after freeze.

2. In a public cloud SAP SuccessFactors Employee Central tenant, a consultant is validating a manager-led organizational move process before user training. In the web-based UI, managers can select company and department, but for one newly activated operating structure the business unit list is narrower than expected and omits the business unit that should be valid for the selected combination. Other structures display the correct filtered business unit options.
HR leadership confirms the missing business unit was included during the latest corporate data maintenance cycle and must remain visible only for approved combinations. The customer does not want to broaden business-unit visibility across unrelated structures or use temporary placeholder values during the move process. The consultant must correct the issue without changing the standard process design.
What is the best next step?
Response:

A) Create duplicate business-unit records for the new structure so the intended value appears separately in the selection list.
B) Ask managers to choose a temporary business unit and let HR operations correct the final value after the transaction is completed.
C) Review the organizational associations for company, department, and business unit in the new structure, then correct the relationship controlling filtered business-unit availability.
D) Broaden business-unit visibility for all related structures so managers can always find the missing value during organizational moves.

3. A consultant is supporting a scheduled import of future-dated position attribute corrections in a public cloud SAP SuccessFactors Employee Central and Position Management tenant before a monthly planning review. The file runs successfully for most rows, but a subset completes with warnings and leaves the affected positions unchanged. Those positions already have approved future-dated workflow requests for different attribute changes in the same effective period.
The customer wants the current administrative correction preserved without deleting the approved requests, because the future requests were already validated by the planning team. The monthly load must remain reusable and should not create a permanent manual exception process for positions with pending future changes.
What is the best next step?
Response:

A) Retry the warning rows with broader administrative permissions so the import can override the existing future-dated workflow state during this cycle.
B) Exclude the affected positions from future imports and require HR administrators to maintain those records directly in the web-based UI each month.
C) Adjust the import handling for positions with overlapping future-dated workflow changes so the administrative correction fits the approved lifecycle timeline without replacing later records.
D) Delete the approved future workflow requests for the affected positions, then rerun the warning rows so the administrative correction can load without conflict.

4. <strong>CHALLENGE 3 &#x2014; Compliance Manager Access for Legal Entity Boundaries</strong> A compliance manager can access employees in one assigned branch but cannot view an insurance position that belongs to their regulated review scope. Another out-of-scope corporate position appears in their review list.
What should the consultant validate first?
Response:

A) Whether the permission role, target population, and compliance responsibility assignment align for both assigned and out-of-scope records.
B) Whether employee import templates should be reloaded before access testing continues.
C) Whether the compliance manager should be given access to all records until the insurance position list is corrected.
D) Whether corporate HR can review the insurance position instead of the compliance manager during remediation.

5. <strong>CHALLENGE 4 &#x2014; Position Change Routing for Campus Review</strong> An academic position change routes to the expected operations manager, but a comparable facilities position change remains with HR administration. The same operations manager can approve other employee updates in the assigned campus area.
What should be validated before changing workflow routing?
Response:

A) Whether the workflow notification text tells users that facilities requests may remain with HR administration.
B) Whether every operations manager should be added to all position-change workflows during rollout planning.
C) Whether HR administration can approve all position changes centrally until the next planning meeting is complete.
D) Whether the facilities employee context, position assignment, and campus responsibility support reviewer determination for the affected change.

Solutions: